The recruitment and search processes for attracting the best candidates have changed dramatically since the emergence of social networks. Twitter, Linkedin and Instagram are the new scenario on which a new job is developed in the search for specific and niche talents: the social recruitment.
Much of the life of the new generation of workers takes place online; there they portray their tastes, exhibit their opinions and values, share their work. This is the source of information who have in their power those social recruiters to determine whether a user’s profile can match the request that a customer is requesting for your organization.
Joanna Cervioowner of Carrier Tech and leader of other freelance recruiters working at startups in Argentina and abroad, says the first step to becoming known as a digital recruiter is to build a personal brand and perfect it in each network.
“The first is Linkedin, then Twitter, then TikTok or Instagram. You must have reach in order for your search to be widespread and not only go to recruiting networks but also create content to interact with the community: if you hire in tech, you engage with that community; if you recruit in crypto, with that; if you hire in marketing, with that,” he adds.
Cervio points out that when he first started using Linkedin to recruit, he went to “posts and gifs of things I liked, that had to do with niche interests, things I knew recruiters would like. This is important, to give the information people want in a clear and entertaining way: which job, which conditions, which benefits, which salary, in which company”.
Victoria Chariot, founder of Talent Wind, her brand as a social recruiter, says: “I have been doing recruiting for 16 years and I call it work. must meet your audience, know through which channel you are talking to them. There’s a great first step which is to think about what message you’re going to give, because depending on that you’re going to attract a type of people. You have to go out looking for peopleenter the profiles and see from there which users are the best candidates for a position”.
While each recruiter will have their own strategy for reaching those ideal candidates that a company or industry is looking for, the process can be summarized in a few points.
First, you need to know what kind of profile the customer needs in your company; second, do a candidate profile research or survey to see which of them would be a good match for the company; third, do your research on what types of profiles can be a good match and contact them directly across the networks; Finally, comes the interview period and the final proposal to the candidate.
Victoria Charra emphasizes the importance of this process, which ultimately is to get to know the candidate thoroughly that you intend to apply for a position within a certain industry.
“There are a lot of administrative tasks, which have to do with scouting for talent and organizing the day: this includes CV review, which when you have experience it takes 5 seconds. You have to interview people and write detailed selection reports, where you can see the quality. Everyone will have different styles when it comes to building a report, the important thing here is that it is at the service of the client ”, she warns.
In this regard, the social recruiting professional says that the main mission of a recruiter in an interview is know the motivations of the candidate: “Either because you lost your job, because you were interested in the profession, or whatever. Doing those homework is very important, because if you don’t take the time to explain it to me, How do I know you will be a good candidate to present to my client? This shortens the candidate’s journey from stage to hirer.
Charra, who studied psychology and worked for years in a call center until she started building her career as a recruiter, finds some commonalities between her past experiences and her current job. The attention and contact with the customer, a tool that she obtained from those first years of work, is fundamental in the world of social recruiting.
“Listening can be very exhausting work, because people give you desire. Often you are dealing with candidates who get angry or become stalkerBecause, as I say, the other deposits all his desire in you. So, it happened to me that there are people who are obsessed with getting feedback and when you give it to them it’s not enough; we are a bit like people’s punching bag because we are the ones who listenwe have to give them good news or let them know they didn’t stay,” he explains in this regard.
Candidate feedback is a vital point in this virtual recruiting process and Charra emphasizes that the best is always provide the candidate with a complete picture of the status of his applicationgood or bad: “Sometimes there isn’t much feedback because the customer doesn’t give it to us, but I’m all for feedback because I think it’s the only way to repay the candidate for the time he has invested. You have to be very measured with this, that’s why I’m not in favor of giving it in writing, you have to pick up the phone and talk.”
The advantages and disadvantages of the profession of social recruiter in Argentina
Recruiters agree that this job, while not having its own academic background, is well paid. However, the salary received by those who hold these positions is up to some non-negotiable requirements.
Juana Cervio comments that for someone junior, the salary could be between $500 and $1,500, for someone semi-senior over $2,000, and for someone who knows English and is a senior it is over $3,000 or $4,000. According to the Employer Review Platform Glass doorthe average salary of a recruiting specialist is $140,000 in Argentina, Updated January 26.
“Maybe local companies don’t pay as much, but it’s a well-paying position compared to other positions within HR,” adds the creator of Carrier Tech, noting that one of the possible benefits of this position is it is multidisciplinary and can be done remotely without problems.
Charra emphasizes the importance of having experience on the inside a team with a good organizational culture, in any position. This allows the recruiter to gain industry knowledge by being close to organizations, having been educated on the subject.
Something both recruiters save as a primary skill for anyone looking for opportunities in this craft is knowledge and fluent command of the English language be able to work with foreign startups and obtain good remuneration. “It is for the first place that you have to start. You will have a lot more competition if you don’t perfect the language”, Charra clarifies.
“AND a required job In Argentina, recruiters are asked to know the technology market, that they know how to manage and network, and also that they know English. that they can recruiting Latin American talent for foreign companies, from Argentina for foreign companies or from Argentina for Argentine companies with foreign customers”, completes Cervio.
As a big drawback, both refer to the economic environment Argentina has been going through ever since mass layoffs or staff cuts affecting the sector and which could be extended this 2023. “Many times the role is not understood and it is thought of as a general position, when it is much more specific”, replies Cervio on this point.
For her part, Charra adds: “There are an idealization and romanticization of recruitment. Therefore, this year it is better to focus on being internal recruiter, due to massive layoffs in companies. I think there is no shortage of jobs in Argentina, but everything is concentrated here in Buenos Aires”.
Malena Marto
NEITHER
Source: Clarin
